Federal law and state employment statutes protect people from discrimination. There are numerous protected characteristics that should not affect an individual’s access to housing, education or employment opportunities.
Religion is one of the characteristics that should not impact employment, with limited exceptions for actual religious institutions. For the most part, employers should not consider a worker’s religion when deciding who to hire, who secures a promotion or who gets laid off during staffing reductions.
Religious discrimination can involve a variety of different frustrating behaviors, with the three below being among the most common.
1. Restrictive dress codes
Employers sometimes establish appearance requirements that violate religious practices. Refusing to let workers cover their heads could be a form of discrimination against Muslim and Sikh employees. Requiring that men shave their faces can also violate certain religious beliefs.
2. Refusal to accommodate religious observances
Some religions require weekly attendance at services. Others have holy days and festivals that can impact a worker’s availability. Employers should generally make reasonable efforts to allow workers to observe their faith through regular attendance of services and the observation of traditional religious holidays.
3. Ignoring a hostile work environment
Coworkers who share similar religious beliefs might harass, abuse or exclude a coworker with different beliefs. Employers should not allow ongoing abuse based on religious beliefs. Companies should prevent hostile work environments from developing if at all possible or intervene rapidly if a worker complains of one developing.
Those punished for reporting religious discrimination or denied opportunities because of their faith may have grounds for an employment lawsuit. Reviewing conduct that may have constituted workplace discrimination with a skilled legal team can help professionals.
